Human  Resonance

  • Resonance as a word , is better understood than defined in a dictionary . The very dry & restricted definition in a dictionary does not do justice to this beautiful & potent concept — so here is my sense making on ‘ Resonance ‘
    • Resonance is a state of matter where it feels abundance of energy – free flow at will , for attaining fulfillment
  • We probably first heard it in our Physics Lab in school in the context of a metal . In an experiment we were given a metal tong / fork to strike on a hard surface & watch vibrations ( & the amplitude of vibration ) created in that metal . We were told ( which is true ) that each metal has its own ‘ natural frequency ‘ of vibration . If you make the metal vibrate at its natural frequency , the amplitude of vibration is the maximum / double . This means that at its ‘ natural frequency ‘ the metal produces ‘ higher output ‘ and ‘ willingly ‘
  • This ‘ natural frequency ‘ for a metal is a characteristic of that metal , just as its density , specific gravity or melting point & other properties – which defines the metal & these properties of a metal are different from that of another metal – just like nature of human beings.
  • You can feel it happening in Music . If you pull / strike a string of a stringed musical instrument in just the right way you see the string buzzing & feel the melodious , longer lasting musical vibrations . You can hear this resonance in the sound of a ball being hit by a cricket bat , just at the right spot & at the right time ( timing )
  • I have come to believe that the concept of Resonance is also very intrinsic to Human beings . Each of us can , need to & do resonate towards attaining our fulfillment
    • I therefore believe that each of us have our own unique ‘ natural frequency ‘ if struck at that we resonate . Each one can & will , if only we can find that ‘ natural frequency ‘ for that person .
    • You can feel ( for self ) & see ( for others ) this resonance happening …this is a state of exhilaration , where you experience ecstasy & joy ‘ for nothing ‘ , in anything you do . This is a state where ‘ things happen ‘ , you don’t need to try to hard … nothing you do is a burden for you – the more you do what you do , you feel more happy ( & not tired ) ; you kind of ‘ float ‘ smoothly , everything seems to make sense to you , you have a purpose to exist , you feel life is too short for ALL that you want to do . You have a Great sense of self worth & feel immensely fulfilled . It is a very desired state of mind to be in – should become the ‘ Natural ‘ state to be in for each of us .
  • I also believe for human beings , there exists : Individual Resonance & also Collective Resonance ( like the Bees humming & working in perfect harmony )
  • When resonance happens in an Organisation set up , you see ( not just better but )outstanding results , high energy levels – almost contagious – in employees , a ‘ buzz’ around , you feel the vibrance in the ambience ; it’s a whole lot of positivity which shows not just in measurable results but also in individual fulfillment / happiness and higher employee engagement leading to high retentions .
    • When collective resonance happens , we see a multiplier effect – these organisations may even reach a stage of ‘ Collective Consciousness ‘ …. Where things ‘ happen ‘ , everyone ‘ knows ‘ – nothing needs to be told or explained or asked .
  • So Human Resonance seems to be a very desired state of being ; question is HOW ? Do we know what it takes & Do we know how do we help unfold
  • I don’t think I have a ready answer – a proven formula . But I do have a good understanding of what – why – how it works . Simply it is about ‘ striking a chord ‘ with another person . Various initiatives that we can undertake for human resonance , can be categorized into two ‘ buckets ‘ : Alignment , Ambience
    • Alignment : Each of us has a natural tendency – an inherent strength to do something very well . While a person may be average in many things , there will always be that ‘ one thing ‘ where that person can really to excel . This is what Gallup organization calls ‘ Talent ‘ . All we need to do is to know / understand an employee’s talent & align it with right role . When some one does when he/ she is naturally inclined to do , he/she will reach excellence & thereby a greater sense of fulfillment
    • Ambience : We do not need to resonate anybody , that each individual will do , all we need to do is to provide facilitative ambience for each to blossom . There are many ways / mechanisms / tools one can use to root the employee in Trust & Comfort , with the organization . Tools like : (i) Creating outstanding on boarding experience , (ii) Buddy system , (iii) KYE – Know your employee ( beyond CV & identify value you can add ) , (iv) EVP – Employee Value Proposition ( non monetary promise an organization holds to make an employee ‘ long to belong ‘ )
  • I hope above is adequate enlightenment –Of course if you need further connect or clarity on the subject , you can always reach me @ +91 99860 34443 or . All the best to all of us !

Wrong Hire — Cost of Existence


  • Talent management , Employee retention are getting to be of paramount focus for organisations & rightfully so . Increasingly it will be about our ability to spot talent , attract , nurture & our ability to create Human / Talent Resonance ( best alignment between an employee’s talent with the role requirement ) , which will be our differentiator & decider for outstanding success—it is going to be less & less about Knowledge , Capital or even Technology
  • Attrition is the opposite of retention . There are two broad categories of attrition : Desirable , Undesirable – causal factor for each is divergent . While undesirable attrition has lot to do about an organisation’s ability to positively engage the employee & retain him / her for longer ; whereas primary reason for undesirable attrition is Wrong Hire – organisation’s ability to select ( or lack of ability ) right candidature .
  • Attrition of any kind ( & for whatever reason ) and its replacement COSTS ! . There have been extensive ( research based or otherwise) accounts of estimation of cost of attrition / replacement & various reporting on different components of this Cost : Recruitment , Induction , Training , Initial warm up time , Employee morale , Company image , Cost of discontinuity … etc . Not much for me to add here .
  • However surprisingly , as much as is written about the costs post exit / replacement of a person – everyone seems to have missed on the cost of Existence of the exiting employee — I am obviously referring to Desirable attrition candidate . There are significant hidden costs of a desirable exit , while the employee is working . I call it as Cost of Existence or a Wrong Hire . Since none has focused on this real but ignored cost , I chose to bring it to attention here .
  • Every additional day of a Wong Hire in job costs organization immensely , in myriad ways , as :
    • Absorption :Since the alignment of inclination and role is low , ‘ uptake ‘ is low & slow . Hence impacts getting ‘ up to speed ‘ in time & quality of output
    • Training : Since inclination is low , efficacy of training is low . Gain for training costs is questionable
    • Productivity : Again due to low fit between role requirement & the employee talent / tendencies , work output is low , both in terms of quantum & quality
    • Substitution : Since the work output is below desired levels , most of the time to keep on track , it calls for ‘ substitution ‘ of efforts from the supervisor . This employee unfairly draws much management resource , just to keep afloat . This is draining of management time , energy , which otherwise can be redeployed in more gainful ways
    • Organisational momentum : One person operating ‘ below par ‘ does not just affect his supervisor or teammates – in a chain reaction of substitution, soon most of the organization , at all levels start operating at one level below . Beyond work output , it saps the organization of its vital vibrance , energy .
    • Negativity : All negative / below par things have a ‘ gravity effect ‘ on the organization . Most draw parallel from a non performer ( going un addressed ) to lower their performance ( if he can survive at low performance , why should I stretch for more ? ) This is indirect negativity . However non performers have a far more potential to add direct negativity , by spreading their frustrations , depressions ; they can harm the organization immensely
  • Unfortunately though most of us have experienced this “ Cost of Existence “ of a Wrong Hire , no one has paid much attention to this , either talking about or estimating the cost of this damage . I too have experienced it first hand & while I have no organized study to back up ; my hunch is that the Cost of Existence of a Wrong Hire is no less than the cost of its Replacement .
  • The cure for this is – Right Selection . We need to realise that while Knowledge , Skills can be imparted from outside , Talent or Constitution ( how is that individual ‘ made up ‘ ) comes as intrinsic with the person we hire . Hence it is important to see that we select – not the most intelligent or most knowledgeable or most skilled , but the most right in constitution . No amount of training or hard efforts can change a wrong person into right . Remember no training can convert a Donkey into a Horse … training can at best make a Donkey , a better Donkey

KURI :Intent –Action Bridge

  • It is my conviction that
    • What you do” is a function of “ How you see
    • It is not “ What is “ , but what of what is happening , makes what sense to you will decide what you do
    • Therefore Life is about ‘ Sense Making ‘ ; you ( need to ) constantly try & make ‘ sense ‘ of what is happening around you . You need to think & reflect on what is ( & will ) happening – as to what does it mean – is it good / bad , therefore what do I need to do … What sense you make of what you ‘ see’ , is what is ‘Real ‘ to you  – in a way , your World is inside you
  • Therefore I have reached a conclusion that in the ultimate leadership / achievement quest ; it will not be the Talent deficit, but it will be the Perspective deficit – which will make decisive difference .The constraint to Human achievement, at the highest level will be Self & Own thinking


  • In this context I want to share with you another enlightening concept – KURI – created ( not by me but) by one of my entrepreneur colleague & friend . I will share it with you , along with my own ‘ Sense making ‘

KURI stands for Knowledge –> Understanding –> Realisation –> Implementation , in sequentially progressive stages which connects Knowledge ( & intent ) to Action . My take on this

  • Knowledge – What ( is happening around )
  • Understanding – What does it mean ( to me / my circumstances ) my insight / interpretation
  • Realisation – Therefore , what do I need to do
  • Implementation – Act on the realization , as above
  • ‘ Knowledge ‘ & ‘ Implementation ‘ is ‘ outside ‘ of you / your system ; whereas ‘ Understanding ‘ & ‘ Realisation ‘ happens ‘ inside ‘ you – It is your inside ‘ processor ‘ which makes sense of what is happening around – which is different from person to person – which is why different people react to the same situation differently – THE Unique Differentiator !
  • This inner processing is ‘ internalization ‘ which is very critical to one’s effectiveness – is your ‘ sense making ‘ , which actually ‘ empowers ‘ you to effective action , without which you are ‘ floating ‘ , – clueless
  • For most people in India , this bridge , this inner processor is missing ( or broken or rusted ) , hence we notice that while India is high on Knowledge , it is weak on Action . The reason lies in this broken bridge . Since the bridge is broken to logically walk across from Knowledge to Action , in India we jump from Knowledge to Action – which is the ‘ areal route ‘ – reason why most in India speak in the air – pure Gas without Substance . Reason why we in India make good Advisors , Academicians , Consultants , but poor Implementers .
  • Unfortunately most are not even aware of it … only when we realise this gap & revive the bridge , will most of us start making sense & get more effective .
  • In India we mistake Knowledge for Action or for Wisdom . I use this KURI bridge for my colleagues & clients , to bring in them the awareness & push them from ‘ Knowledge ‘ stage to ‘ Realisation ‘ stage ; because , unless the Realisation ‘ hits you ‘ ; action does not start